Job summary
HR Business Partner
Band 8a
Full time
37.5 hours pw
Job share arrangements will be considered
Flexible Hybrid working; home/office
An exciting opportunity has arisen to join Gloucestershire Hospitals NHS FT as an HR Business Partner.
You will support the transformational development of the HR Business Partner portfolio and role, against the wide-reaching backdrop of the National People Plan and Futures of HR & OD work, bringing energy and innovation to support the Trust as it develops its workforce and culture to deliver ‘the Best Care for Everyone’.
As a member of the People and OD team, your focus will be to support our divisions and provide proactive, value adding, strategically aligned leadership; enhancing workforce performance, fostering and nurturing strategic people enablers such as talent, leadership, learning, and culture, as well as developing people solutions which are aligned with the delivery of our People Strategy and the wider NHS People Promise.
As an experienced people professional, you will work under the leadership of our Associate Director of Workforce and Resourcing, joining a friendly, supportive and progressive business partnering team.
Main duties of the job
The role provides an excellent opportunity to participate in Trust-wide workforce projects, contributing and leading on the development of policies, strategies and plans, ensuring their alignment with business objectives, Trust values and best practice.
You will be a highly motivated, proactive HR professional with a significant amount of experience of working effectively at a senior level in a large, complex, high performing environment and have the passion to deliver the people agenda, so our patients receive outstanding care.
If you have the commitment to drive forward our People Strategy and want to make a significant contribution to ensuring we provide the best experience for our people, we would love to hear from you.
For more information or for an informal conversation, contact Deborah Tunnell, Director for People & OD
Email: deborah.tunnell@nhs.net
About us
The People and OD Team at Gloucestershire Hospitals are well established, ambitious and forward thinking. Our team works flexibly to support each other and the whole organisation. We offer numerous development opportunities within our team and are keen to attract candidates whose ambitions and core values reflect a commitment to working in a compassionate, fair and inclusive way.
Job description
Job responsibilities
Strategic Leadership, Planning and Workforce Sustainability
i. Support the divisional annual operational planning round, ensuring that sustainable workforce risks are captured, with live plans in place to address critical shortage occupation areas.
ii. Ensure workforce information is benchmarked appropriately through the use of recognised and accepted mechanisms (i.e. model hospital), to develop a greater understanding of strengths, weaknesses and opportunities for development.
iii. Lead the development of workforce plans and annual refresh to an agreed Trust template, within nominated Division(s) triangulating critical workforce information and trends with key quality measures, accepted safer staffing models and business intelligence.
iv. Planned delivery of succession planning to support workforce sustainability at all levels.
v. Support the best use of apprenticeships across the Trust, to support the future proofing of our workforce whilst ensuring the apprenticeship levy is utilised to its full potential.
vi. Work closely with colleagues within the operational resourcing functions to ensure recruitment activity is proactive, innovative and meets the need of the service.
Transformation and Organisational Change
i. Work with internal and external stakeholders, to support the development of integrated care pathways across Gloucestershire Integrated Care System.
ii. Support improved transformation and development of systems ensuring we maximise and capture opportunities for improved quality, efficiency and cost improvement.
iii. Support the Division to identify and deliver workforce related cost efficiency schemes. Analyse the cost, benefits and risks of specific programmes.
iv. Partner senior leaders in the management of complex organizational change programmes, providing expert Human Resources support, advice on employment law issues (such as TUPE/ contractual changes)
v. Act as an advocate for change, supporting the divisional management team to deliver productivity and efficiency improvements through working practices.
Please see the job description for extensive list of role responsibilities.
Job description
Job responsibilities
Strategic Leadership, Planning and Workforce Sustainability
i. Support the divisional annual operational planning round, ensuring that sustainable workforce risks are captured, with live plans in place to address critical shortage occupation areas.
ii. Ensure workforce information is benchmarked appropriately through the use of recognised and accepted mechanisms (i.e. model hospital), to develop a greater understanding of strengths, weaknesses and opportunities for development.
iii. Lead the development of workforce plans and annual refresh to an agreed Trust template, within nominated Division(s) triangulating critical workforce information and trends with key quality measures, accepted safer staffing models and business intelligence.
iv. Planned delivery of succession planning to support workforce sustainability at all levels.
v. Support the best use of apprenticeships across the Trust, to support the future proofing of our workforce whilst ensuring the apprenticeship levy is utilised to its full potential.
vi. Work closely with colleagues within the operational resourcing functions to ensure recruitment activity is proactive, innovative and meets the need of the service.
Transformation and Organisational Change
i. Work with internal and external stakeholders, to support the development of integrated care pathways across Gloucestershire Integrated Care System.
ii. Support improved transformation and development of systems ensuring we maximise and capture opportunities for improved quality, efficiency and cost improvement.
iii. Support the Division to identify and deliver workforce related cost efficiency schemes. Analyse the cost, benefits and risks of specific programmes.
iv. Partner senior leaders in the management of complex organizational change programmes, providing expert Human Resources support, advice on employment law issues (such as TUPE/ contractual changes)
v. Act as an advocate for change, supporting the divisional management team to deliver productivity and efficiency improvements through working practices.
Please see the job description for extensive list of role responsibilities.
Person Specification
Qualifications
Essential
- Masters Degree or equivalent level of experience
- MCIPD membership (Level 7 CIPD as a minimum) or equivalent level of experience
- Level 7 CIPD qualification
- Relevant continuing professional development
Experience
Essential
- Significant autonomous operational HR Experience
- Record of successful management of complex organisational change
Knowledge, Skills, Abilities
Essential
- Ability to relate to managers, understanding different approaches, styles and expertise and utilise this knowledge to develop effective relationships and cooperative ways of working to achieve the Trust’s aim.
- Excellent oral and written communication skills
- Strong ability to lead, influence and negotiate at senior levels
- A solution focussed approach to problem solving and relationship management.
- Tact, diplomacy and emotional intelligence
- Demonstrable experience of contributing to and working within a continuous improvement environment where transformational change is core to everyday ways of working
- Ability to analyse complex information and workforce trends to identify key concerns and develop potential solutions
- Ability to confront and manage difficult issues, resolve complex problems, manage conflict effectively and overcome resistance
- A thorough and up to date knowledge of employment law and demonstrable experience of its pragmatic application
Desirable
- An understanding of the challenges within the NHS modernisation agenda
- The ability to provide comprehensive senior reports, workforce information and to support the development of business cases.
Person Specification
Qualifications
Essential
- Masters Degree or equivalent level of experience
- MCIPD membership (Level 7 CIPD as a minimum) or equivalent level of experience
- Level 7 CIPD qualification
- Relevant continuing professional development
Experience
Essential
- Significant autonomous operational HR Experience
- Record of successful management of complex organisational change
Knowledge, Skills, Abilities
Essential
- Ability to relate to managers, understanding different approaches, styles and expertise and utilise this knowledge to develop effective relationships and cooperative ways of working to achieve the Trust’s aim.
- Excellent oral and written communication skills
- Strong ability to lead, influence and negotiate at senior levels
- A solution focussed approach to problem solving and relationship management.
- Tact, diplomacy and emotional intelligence
- Demonstrable experience of contributing to and working within a continuous improvement environment where transformational change is core to everyday ways of working
- Ability to analyse complex information and workforce trends to identify key concerns and develop potential solutions
- Ability to confront and manage difficult issues, resolve complex problems, manage conflict effectively and overcome resistance
- A thorough and up to date knowledge of employment law and demonstrable experience of its pragmatic application
Desirable
- An understanding of the challenges within the NHS modernisation agenda
- The ability to provide comprehensive senior reports, workforce information and to support the development of business cases.
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab) .
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab) .
Additional information
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab) .
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab) .
